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SALARY SURVEY

2019

0117 456 3370

[email protected]

www.artisrecruitment.co.uk

Contents

Introduction…………………………….………………………………………….. 3

Recruitment Market Overview……..…………………………………………… 5

HR. ................................................................................................................ 6

Finance & Accounting. ................................................................................ 10

IT……………………………………………………………………………………... 13

Procurement. ............................................................................................... 16

Customer Contact. ....................................................................................... 20

Marketing. .................................................................................................... 23

Executive Search…………………………………………………………………. 27

SALARY SURVEY 2019 | 2

Introduction

The UK recruitment market experienced continued and strong growth during 2018, with the sector now larger than ever and worth over £35bn to the economy. Here at Artis Recruitment we saw one of our best years ever, with a long-awaited move to fantastic new waterfront offices in central Bristol, significant expansion of the team – with some great new hires – and the opening of our IT division.

With excellent foundations in place and looking ahead into 2019 we anticipate further growth as we support our varied client base navigate the challenges of Brexit, uncertain economic times and a changing workforce… exciting times ahead!

In our latest Salary Guide & Market Report (powered by our sister company, Cogito Talent) we’ve drawn together facts, figures and opinions from a broad range of sources, together with our own well-honed instincts for what’s happening in the market, and we’ve compiled here what we hope will be an informative and insightful report.

Mark Muscroft Director, Artis Recruitment

January 2019



RECRUITMENT MARKET OVERVIEW

Recruitment Market Overview - Observations & Trends Affecting Talent Acquisition:

The UK recruitment market is as busy as ever, with recruitment activity lead as much by a candidate-side desire for a change as by client-side growth ambitions. In such an environment - where at least two thirds of candidates are looking to make a move (largely due to dissatisfaction around pay or opportunity) and at least three quarters of clients are looking to invest and hire (particularly in finance, marketing, IT and commercially astute ‘business partnering’ roles) - the role of recruiters will be critical to helping organisations identify and secure the best talent.

In terms of macro-economic factors influencing recruitment, uncertainty over Brexit of course lingers as a key issue, creating stagnation in some business sectors and limiting investment in others. Critically, this uncertainty very often results in severe caution around hiring, and limited wage growth. Additionally, recent changes relating to IR35 enforcement have hit the public sector hard, resulting in scarcity of talent, and the threat of these changes rolling out into the private sector is causing worry and uncertainty for both candidates and clients. Uncertainty is rarely good for business.

In a market where niche skills are highly sought after, protracted recruitment processes are a huge turn-off for candidates. However, where clients are organised, work at pace and can present a positive candidate experience, the process itself can serve to engage candidates further in the role and the business; making it more likely they will accept any offer. On the flipside, a disorganised approach or multiple interviews with numerous stakeholders suggests no one can make a decision and is a sure-fire way to lose a candidate’s interest. As always, talent has a choice!

A final observation would be that many mid-tier and smaller business are now putting more money and resource into their in-house recruitment teams… clearly a sensible thing in today’s market. Often, however, this is driven by the desire to cut costs rather than improve outcomes. Costs can easily be cut by negotiating better rates with agencies and working on a retained basis (this can cut costs drastically, but is rarely understood) rather than simply switching off these external suppliers and reinventing the wheel. In most niche markets a highly experienced specialist with a deep network will outperform an in- house generalist relying on job ads and LinkedIN… in many cases reinventing the wheel isn’t even necessary; just negotiate a better price for the same wheel!

It’s our belief that a competent and well-resourced in-house team supported when necessary by external expertise offers the best chance to secure the best talent at the best price.

“A competent and well-resourced in-house team supported on niche roles by

expert external partners offers the best chance to secure the best talent at the

best price.”


Our Recommendations

For those clients who want to attract and retain the best talent there are some clear recommendations we’d suggest: • Build your own talent pipeline for core, BAU

roles – you’ll always need these people, so your internal team should make this ‘bread and butter’ their focus; this offers benefits in terms of cost, visibility and reduced hiring pressure/risk.

• Combat attrition through better management

and a greater willingness to train/develop staff; keeping people is often a better value option than hiring & losing people over and over.

• Offer better benefits, specifically flexible

working (primarily to accommodate caring responsibilities; it’s rarely about simply ‘working from home’) and better holiday provision as these things feed strongly into work/life balance equations far more than salary or rarely used ‘perks’ like the bike-to-work scheme etc.

• Our biggest recommendation would be to

work at pace – hiring is something you do in a competitive space and, just like every other commercial activity your business undertakes, working smart and at pace will deliver the best recruitment outcomes. Whether you recruit directly or via expert suppliers the speed and quality of your recruitment process will have more bearing on your success than the price you pay.


HR SALARY SURVEY 2019

HR

Looking back on 2018…

Question: Has HR become ‘People’ as Personnel became ‘HR’? Titles

such as Head of People, People Director and Chief People Officer

became more established in 2018, and signs indicate that more

companies and organisations will follow in 2019. This subtle evolution

belies changes in how employees are seen and treated by

organisations and is a clear reaction to changing workforce behaviour.

Some characteristics of recent years continued through 2018 and could

possibly be regarded increasingly as a market norm – for example,

there is growing demand for, and significant market shortfall in, strong,

commercial HR Business Partners (especially supporting finance and IT

departments, as businesses invest in and grow these functions as a

reaction to market challenges). Where there are strong Business

Partners working within forward thinking organisations, they are often

being developed and are typically not actively looking to move. So how

do we attract them? The development of talent pipelines and personal

relationships is key.

Perhaps against previous trends, 2018 saw a decline in the number of

externally recruited Head of and Director level In House Resourcing

roles; the market remained buoyant however at a more junior,

consultant / delivery level. Interestingly, the evolution of resourcing

leadership roles into broad Talent Director positions, overseeing

attraction, acquisition, development and management, is a noticeable

development.

HR salaries on face value may not have increased notably but getting

the package (financial and non-financial) required to secure strong

candidates has become critical. Companies are being pushed to the full

range of salary bandings, and often are being asked for additional non-

financial benefits to be formalised into contracts.

Looking ahead to 2019…

The shortage of strong HR BP’s to the market needs to be addressed;

more active, targeted approaches, and talent pipelining will support this.

Courting such candidates earlier and for longer is required to ensure

relationships are in place for when people are ready to move. Advertising

responses and quality continue to decline, and we have seen large job

boards merging; an appreciation that strong, specialist and senior

candidates do not want to apply openly for jobs is going to continue. This

ties into more specialist Resourcing Consultants spending more time

looking beyond the immediate vacancies within businesses and to longer

term resource and succession planning… all part of the evolution and

growing sophistication or talent acquisition as a discipline.

What does ‘talent’ want?

The increase in candidate-side desire is for greater flexible working

continues, driven by work/life balance factors, predominantly caring

responsibilities. Seeking flexibility should not be confused with a blanket

desire to ‘work from home’ and employers offering such flexibility will

notice a significant increase in candidate quality and volume.

“Linked to the rise in demand for flexible

working, part-time and job share opportunities are

also increasingly sought after – this presents

nimble employers with an interesting option,

particularly for difficult to fill roles”

HR Trends


Flexible Working More Job Share Opportunities

Employment relations specialist/manager £90,000 £60,000 £75,000 £500 £300 £400

HR

JOB TITLE Max Min Average Max Min Average

HR GENERALIST

HR Administrator £30,000 £25,000 £27,500 £120 £100 £110

HR Officer £40,000 £32,000 £36,000 £150 £120 £135

HR Advisor £50,000 £40,000 £45,000 £250 £180 £215

HR Business partner/ HR Manager £90,000 £60,000 £75,000 £400 £250 £325

Senior HR Business Partner/ HR manager £120,000 £80,000 £100,000 £600 £400 £500

Head of HR/HR Director £180,000 £120,000 £150,000 £800 £600 £700

LEARNING AND DEVELOPMENT

Learning and Development coordinator £32,000 £25,000 £28,500 £120 £100 £110

Learning and Development Advisor £50,000 £35,000 £42,500 £250 £150 £200

Learning and Development Manager £80,000 £50,000 £65,000 £400 £250 £325

Head of Learning and development £140,000 £90,000 £115,000 £800 £500 £650

REWARD

Compensation and Benefits / Reward Administrator £35,000 £25,000 £30,000 £150 £100 £125

Compensation and Benefits / Reward Analyst £55,000 £40,000 £47,500 £250 £150 £200

Compensation and Benefits / Reward Manager £80,000 £50,000 £65,000 £400 £300 £350

Head of Compensation and Benefits / Reward £140,000 £90,000 £115,000 £800 £500 £650

EMPLOYMENT RELATIONS

RECRUITMENT

Recruitment coordinator £35,000 £25,000 £30,000 £150 £100 £125

Experienced hire/Graduate recruiter £60,000 £35,000 £47,500 £400 £200 £300

Recruitment manager £80,000 £50,000 £65,000 £500 £300 £400

Head of recruitment £140,000 £80,000 £110,000 £800 £500 £650

PROJECTS

HR project support £45,000 £33,000 £39,000 £200 £150 £175

HR project analyst £55,000 £40,000 £47,500 £300 £200 £250

HR project manager £90,000 £50,000 £70,000 £500 £300 £400

Organisational design specialist £130,000 £90,000 £110,000 £800 £500 £650


LONDON & THAMES VALLEY

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HR


SOUTH WEST

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Min

Average

Max

Min

Average

HR GENERALIST

HR Administrator £28,000 £20,000 £24,000 £110 £80 £95

HR Officer £30,000 £25,000 £27,500 £120 £100 £110

HR Advisor £40,000 £28,000 £34,000 £150 £110 £130

HR Business partner/ HR Manager £60,000 £45,000 £52,500 £230 £175 £202

Senior HR Business Partner/ HR manager £80,000 £50,000 £65,000 £400 £250 £325

Head of HR/HR Director £150,000 £80,000 £115,000 £600 £350 £475

LEARNING AND DEVELOPMENT

Learning and Development coordinator

£30,000

£22,000

£26,000

£120

£85

£102

Learning and Development Advisor £45,000 £35,000 £40,000 £175 £150 £162

Learning and Development Manager £60,000 £45,000 £52,500 £230 £175 £202

Head of Learning and Development £95,000 £70,000 £82,500 £450 £230 £340

REWARD

Compensation and Benefits / Reward Administrator £35,000 £22,000 £28,500 £150 £85 £117

Compensation and Benefits / Reward Analyst £45,000 £35,000 £40,000 £175 £150 £162

Compensation and Benefits / Reward Manager £70,000 £50,000 £60,000 £230 £175 £202

Head of Compensation and Benefits / Reward £85,000 £60,000 £72,500 £450 £230 £340

EMPLOYMENT RELATIONS

Employment relations specialist/manager £85,000 £50,000 £67,500 £400 £200 £300

RECRUITMENT

Recruitment coordinator

£30,000

£22,000

£26,000

£120

£85

£102

Experienced hire/Graduate recruiter £50,000 £30,000 £40,000 £250 £150 £200

Recruitment manager £70,000 £50,000 £60,000 £400 £200 £300

Head of recruitment £110,000 £75,000 £92,500 £550 £400 £475

PROJECTS

HR project support £40,000 £30,000 £35,000 £150 £115 £132

HR project analyst £45,000 £35,000 £40,000 £250 £140 £195

HR project manager £65,000 £40,000 £52,500 £350 £200 £275

Organisational design specialist £100,000 £65,000 £82,500 £500 £350 £425


FINANCE SALARY SURVEY 2019


Accounting & Finance 2019 Predicted Trends

More interim support used

Promote rather More outsourced than external

hires finance functions

FINANCE


The principle finding of 2018 has to be that the candidate is king! It

is very much a skills and candidate led market; whether this be

down to a reluctance to move roles due to the uncertainty of Brexit

and the effect it may have on newly created opportunities and

career progression, or the overhaul and improvement in

renumeration packages enticing candidates to “stay put”. The need

for specific skills is often greater than the volume of supply.

One of the most common requests from candidates has to be

“flexible working” options – be this in the form of remote working,

the option to work from home a handful of days a week or

rescoped hours to fit around childcare arrangements etc. With

advances in technology there really is no excuse for employers not

to be able to accommodate some form of flexible working, and

those who do not will continue to struggle to attract top talent.

As in other sectors, the timescale and pace of recruitment

processes is having a clear impact in hiring outcomes. When there

is an active recruitment drive taking place, the employer needs to

take heed of the fact there is less movement in the candidate

market and ensure the length of time they take to hire is as slick as

possible. Too long and protracted and there is the very real risk

that candidates will lose interest and seek out other opportunities

elsewhere or remove themselves from the process completely.

The length of time it takes to recruit a role is very real indicator to

the candidate of what it would be like to actually work for that

organisation. A chaotic and lengthy process will be viewed

unfavourably compared to an employer with a streamlined and co-

ordinated hiring process.


There has been and will continue to be a steady increase in

contract/interim roles, as organisations buy skills flexibly and with

only short-term commitment. Again, this can be in part attributed to

the uncertainly in the market due to Brexit but equally a reflection

of the time it is taking employers to resource the skills… they are

looking for therefore using temporary “stop gaps” in the meantime

to allow them the chance to find exactly the right talent.


Understanding what your target talent is looking for is clearly

a huge help when resourcing. Within the finance market we’ve

seen the financial elements of a package taking centre stage;

candidates are seeking strong study support, good pension and

car allowance over non-financial benefits. As with other disciplines,

however, there’s an ever-increasing demand for greater flexible

working; a factor driven largely by caring responsibilities.

“Linked to the rise in demand for flexible

working, part-time and job share opportunities are

also increasingly sought after – this presents

nimble employers with an interesting option,

particularly for difficult to fill roles”


Study support

Car allowance

Good pension package

FINANCE


FINANCE

Finance Director £130,000 £60,000 £100,000 £1,000 £500 £750

Financial Controller 0-5yrs PQE £80,000 £60,000 £72,500 £450 £300 £375

Financial Controller 5yrs+ PQE £110,000 £70,000 £92,500 £600 £400 £500

Head of Finance 0-5yrs PQE £70,000 £50,000 £60,000 £400 £300 £350

Head of Finance 5yrs+ PQE £90,000 £65,000 £80,000 £450 £350 £400

Financial Accountant 0-5yrs PQE £55,000 £40,000 £50,000 £350 £250 £300

Financial Accountant 5yrs+ PQE £60,000 £45,000 £55,000 £400 £300 £350

Management Accountant 0-5yrs PQE £55,000 £45,000 £50,000 £350 £250 £300

Management Accountant 5yrs+ PQE £60,000 £48,000 £55,000 £400 £300 £350

Finance Manager 0-5yrs PQE £70,000 £50,000 £60,000 £400 £300 £350

Finance Manager 5yrs+ PQE £90,000 £65,000 £80,000 £450 £350 £400

Credit Control Manager £60,000 £30,000 £47,500 £400 £250 £325

Payroll Manager £55,000 £38,000 £47,500 £375 £250 £300

Accounts Payable Manager £45,000 £28,000 £37,500 £300 £200 £250

Accounts Receivable Manager £45,000 £28,000 £37,500 £300 £200 £250

Finance/Financial Analyst £45,000 £23,000 £35,000 £300 £200 £250

FINANCE


FINANCE

Finance Director £100,000 £55,000 £77,500 £900 £450 £675

Financial Controller 0-5yrs PQE £70,000 £50,000 £60,000 £450 £300 £375

Financial Controller 5yrs+ PQE £80,000 £60,000 £70,000 £450 £400 £425

Head of Finance 0-5yrs PQE £60,000 £45,000 £52,500 £400 £300 £350

Head of Finance 5yrs+ PQE £75,000 £65,000 £70,000 £425 £325 £375

Financial Accountant 0-5yrs PQE £50,000 £38,000 £44,000 £350 £250 £300

Financial Accountant 5yrs+ PQE £55,000 £45,000 £50,000 £400 £300 £350

Management Accountant 0-5yrs PQE £50,000 £42,000 £46,000 £350 £250 £300

Management Accountant 5yrs+ PQE £55,000 £45,000 £50,000 £400 £300 £350

Finance Manager 0-5yrs PQE £65,000 £45,000 £55,000 £400 £300 £350

Finance Manager 5yrs+ PQE £80,000 £60,000 £70,000 £450 £350 £400

Credit Control Manager £50,000 £30,000 £40,000 £350 £250 £300

Payroll Manager £48,000 £35,000 £41,500 £325 £250 £288

Accounts Payable Manager £40,000 £27,000 £33,500 £300 £200 £250

Accounts Receivable Manager £40,000 £27,000 £33,500 £300 £200 £250

Finance/Financial Analyst £35,000 £22,000 £28,500 £250 £150 £200


SOUTH WEST

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LONDON & THAMES VALLEY

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IT SALARY SURVEY 2019


IT recruitment: Predicted Trends for 2019

More interim support used

than external

hires finance functions

IT


2018 turned out to be an excellent year for technology recruitment

across the UK. As a business, we found a strong demand across

our varied client base for a range of broadly “technical” roles,

whether that be support or development, across multiple skill sets.

.Net was a very sought after skill in 2018 and with a distinct big

lack of talent within this field, candidates were able to increase

their salary requirements. Will this continue in 2019? We shall see.

Cloud based technologies featured prominently throughout 2018

with Azure being the highly sought after option; again this focus on

specific skills is a result of business decisions and investments

made to ensure competitiveness in changing markets.

With more and more businesses looking to save space and

increase security, Azure and AWS are sure to be as popular as

ever in 2019. The to the current state of the economy and the

market, we saw a noticeable decrease in the request for CTO /

CIO and board level technical staff. Due to the uncertainty over the

UK economy, and the resulting stagnation at a senior level, we

anticipate this will continue in 2019.


Due to continued uncertainty in the market, largely due to Brexit,

companies may be more inclined to continue using interim

support. This is a sensible and pragmatic approach, but care

should be taken to focus on value not just cost.

A shortage of strong Full Stack and .Net Developers within the

current market is likely to be addressed with a push on limited

company contractors. With multiple business struggling to find

these rare gems, it is inevitable that business will need to bring

on contract/interim staff to keep their projects moving forward.


Understanding what your target talent is looking for is clearly

a huge help when resourcing. As with other skills-lead

markets, we’ve seen pressures on the financial elements of a

package with higher salaries and strong day rates being

sought. As with other disciplines, however, there’s an ever-

increasing demand for greater flexible working; a factor driven

largely by caring responsibilities, and something employers

will increasingly have to be mindful of.

2017 2018 2019 2020

Specialist Dev Skills

“Specific skills - particularly in the

development space - and experience of certain

systems and technologies are in high and growing

demand, leading to growth in the interim market;

something we expect to see continuing into 2019.”


Salary Uplift

Bonus

Flexible working

IT

JOB TITLE Min Max Average Min Max Average

IT .Net Developer £38,000 £55,000 £46,500 £360 £500 £430 .Net Architect £60,000 £70,000 £65,000 £500 £600 £550 Application Developer £28,000 £45,000 £36,500 £360 £460 £410 Application Support Engineer £26,000 £40,000 £33,000 £290 £350 £320 Back-End Developer £38,000 £55,000 £46,500 £350 £450 £400 Business Analyst £38,000 £50,000 £44,000 £380 £460 £420 Business Architect £60,000 £80,000 £70,000 £565 £665 £615 Chief Information Officer £75,000 £100,000 £87,500 £415 £535 £475 Chief Technology Officer £70,000 £90,000 £80,000 £675 £875 £775 Cloud Architect £65,000 £90,000 £77,500 £550 £650 £600 Data Analyst £28,000 £40,000 £34,000 £340 £420 £380 Data Architect £60,000 £80,000 £70,000 £460 £600 £530 Data Quality Manager £45,000 £60,000 £52,500 £570 £680 £625 Database Administrator £50,000 £65,000 £57,500 £390 £480 £435 Desktop Support Engineer £25,000 £32,000 £28,500 £100 £180 £140 DevOps Engineer £50,000 £80,000 £65,000 £450 £600 £525 DevOps Architect £70,000 £90,000 £80,000 £525 £625 £575 DevOps Manager £65,000 £85,000 £75,000 £550 £650 £600 Front-End Developer £35,000 £50,000 £42,500 £355 £465 £410 Helpdesk Analyst (1st/2nd Line) £18,000 £25,000 £21,500 £110 £150 £130 IT Director £75,000 £100,000 £87,500 £750 £820 £785 IT Manager £45,000 £55,000 £50,000 £420 £480 £450 IT Support Manager £40,000 £50,000 £45,000 £320 £400 £360 IT Trainer £28,000 £40,000 £34,000 £250 £330 £290 Java Developer £40,000 £55,000 £47,500 £400 £500 £450 Java Architect £55,000 £75,000 £65,000 £625 £735 £680 Network Administrator £38,000 £45,000 £41,500 £285 £375 £330 Network Architect £55,000 £65,000 £60,000 £450 £550 £500 Network Engineer £35,000 £50,000 £42,500 £350 £400 £375 Network Manager £48,000 £55,000 £51,500 £435 £515 £475 PMO Analyst £28,000 £40,000 £34,000 £275 £355 £315 PMO Manager £45,000 £55,000 £50,000 £465 £525 £495 Product Owner £40,000 £50,000 £45,000 £350 £450 £400 Programme Manager £55,000 £70,000 £62,500 £520 £640 £580 Project Manager £40,000 £60,000 £50,000 £350 £500 £425 Project Support Officer £25,000 £30,000 £27,500 £280 £340 £310 Quality Assurance Engineer £40,000 £50,000 £45,000 £395 £465 £430 Quality Assurance Manager £55,000 £65,000 £60,000 £645 £725 £685 Scrum Master £40,000 £50,000 £45,000 £450 £550 £500 Security Engineer £40,000 £55,000 £47,500 £460 £560 £510 Security Architect £55,000 £75,000 £65,000 £470 £610 £540 Software Architect £55,000 £75,000 £65,000 £540 £620 £580 Software Development Manager £55,000 £70,000 £62,500 £500 £600 £550 Systems Administrator £35,000 £45,000 £40,000 £355 £465 £410 Systems Analyst £40,000 £50,000 £45,000 £350 £450 £400 Test Analyst £35,000 £45,000 £40,000 £260 £340 £300 Test Manager £50,000 £65,000 £57,500 £370 £480 £425 Web Developer £35,000 £50,000 £42,500 £275 £355 £315


SOUTH WEST & THAMES VALLEY

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PROCUREMENT SALARY SURVEY 2019


Procurement 2018 Trends

Post-Brexit Salary Freeze

Require MCIPS or similar

PROCUREMENT


Procurement as a function is evolving, largely as a result of

ongoing financial pressures and the need for organisations to be

more responsive to customer needs. For example, collaboration as

a trend is gaining prominence, with forward thinking businesses

across all business sectors utilising e-procurement systems to

enable stakeholders all across the business to access and share

valuable data online, helping de-risk decision making and ensuring

procurement aligns to the wider business.

The impact too of GDPR regulations on contracts has been

widespread, with analysis, risk assessment, renegotiation and

redrafting presenting a significant workload for many

organisations. Such compliance requirements have led to a rise in

interim support and to the creation of new, entry level roles.

Additionally, the continuing uncertainty over Brexit has led to

many businesses creating alternative commercial strategies

based on a range of eventualities; in some sectors where supply

chain issues are critical to business operations the planning and

preparation for these numerous possible future states has taken

up a great deal of time.


We expect skills and sector specific demand for procurement

professionals will continue into 2019 and beyond, although

salaries will likely continue to stagnate (as part of general wage

stagnation) due to the uncertainty around Brexit and the

associated slow growth across the UK economy.

Procurement is operating in an uncertain environment, with

negative impacts from Brexit, trade relations, and economic

instability. Being ready to react to changes efficiently will make all

the difference.


As with other sectors, candidates within the procurement

space are generally seeking more flexible working. This is a

continuing trend, and one driven by a desire for better work/life

balance, which in turn is a result largely of an increase in caring

responsibilities throughout the population. Employers should not

see this as a sign of an uncommitted candidate, and they shouldn’t

equate flexibility with simply a wish to ‘work from home’: employers

who can accommodate flexibility will better attract top talent.

In addition to flexibility, bonus and increased holiday entitlement

are high on the wish list.

“Innovation in procurement, and a

greater alignment with business and in particular customer needs, will be a continued focus into 2019

and beyond.”


Bonus Flexible working

Holiday Entitlement Over 20 Days

PROCUREMENT LONDON & THAMES VALLEY

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Interim

JOB TITLE

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Min

Average

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Min

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PROCUREMENT

Procurement Director £175,000 £100,000 £137,500 £1,200 £800 £1,000

Head of Procurement £120,000 £90,000 £105,000 £900 £650 £775

Group Procurement Manager £80,000 £55,000 £67,500 £600 £450 £525

Strategic Sourcing Manager / Category Lead £80,000 £60,000 £70,000 £650 £450 £550

Category Manager £70,000 £45,000 £57,500 £500 £400 £450

Procurement Manager £70,000 £45,000 £57,500 £500 £375 £438

SRM / Commercial Manager £68,000 £45,000 £56,500 £500 £350 £425

Contracts Manager £60,000 £45,000 £52,500 £450 £300 £375

Senior Buyer / Category Buyer £50,000 £40,000 £45,000 £350 £250 £300

Buyer / Procurement Officer £40,000 £30,000 £35,000 £300 £225 £263

Procurement Analyst £45,000 £25,000 £35,000 £325 £200 £263

Assistant Buyer / Procurement Assistant £35,000 £25,000 £30,000 £225 £150 £188

Supply Chain / Purchasing Director £150,000 £90,000 £120,000 £1,000 £650 £825

Head of Supply Chain / Purchasing £125,000 £85,000 £105,000 £800 £550 £675

Supply Chain / Purchasing Manager £95,000 £55,000 £75,000 £650 £400 £525

Production Planning Manager £55,000 £45,000 £50,000 £450 £350 £400

Materials Manager £47,000 £38,000 £42,500 £400 £300 £350

Demand / Forecast Manager £65,000 £45,000 £55,000 £450 £325 £388

Demand Planner £40,000 £27,000 £33,500 £325 £225 £275

Supply Chain Planner £43,000 £28,000 £35,500 £325 £225 £275

Supply Chain Analyst £40,000 £26,000 £33,000 £300 £200 £250

Director £150,000 £80,000 £115,000 £1,000 £700 £850

Head of Buying £100,000 £70,000 £85,000 £750 £500 £625

Manager £80,000 £50,000 £65,000 £550 £350 £450

Senior Buyer / Merchandiser £58,000 £38,000 £48,000 £375 £275 £325

Buyer / Merchandiser £48,000 £32,000 £40,000 £300 £200 £250

Assistant Buyer / Merchandiser £35,000 £20,000 £27,500 £150 £100 £125


PROCUREMENT SOUTH WEST

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Interim

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Min

Average

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Min

Average

PROCUREMENT

Procurement Director £120,000 £70,000 £95,000 £1,000 £650 £825

Head of Procurement £80,000 £50,000 £65,000 £800 £550 £675

Group Procurement Manager £70,000 £50,000 £60,000 £500 £400 £450

Strategic Sourcing Manager / Category Lead £65,000 £45,000 £55,000 £500 £375 £438


Procurement Manager £50,000 £40,000 £45,000 £400 £300 £350

SRM / Commercial Manager £60,000 £45,000 £52,500 £450 £300 £375

Contracts Manager £50,000 £35,000 £42,500 £350 £275 £313

Senior Buyer / Category Buyer £45,000 £33,000 £39,000 £300 £275 £288

Buyer / Procurement Officer £36,000 £24,000 £30,000 £250 £150 £200

Procurement Analyst £40,000 £22,000 £31,000 £275 £175 £225

Assistant Buyer / Procurement Assistant £27,000 £18,000 £22,500 £125 £90 £108

Supply Chain / Purchasing Director £100,000 £60,000 £80,000 £750 £550 £650

Head of Supply Chain / Purchasing £80,000 £50,000 £65,000 £600 £400 £500

Supply Chain / Purchasing Manager £60,000 £45,000 £52,500 £450 £300 £375

Production Planning Manager £55,000 £30,000 £42,500 £375 £275 £325

Materials Manager £40,000 £28,000 £34,000 £300 £225 £263

Demand / Forecast Manager £50,000 £30,000 £40,000 £350 £250 £300

Demand Planner £35,000 £23,000 £29,000 £250 £150 £200

Supply Chain Planner £35,000 £25,000 £30,000 £250 £150 £200

Supply Chain Analyst £35,000 £25,000 £30,000 £225 £150 £188

Director £110,000 £70,000 £90,000 £800 £600 £700

Head of Buying £85,000 £55,000 £70,000 £650 £400 £525

Manager £65,000 £40,000 £52,500 £450 £300 £375

Senior Buyer / Merchandiser £50,000 £32,000 £41,000 £325 £200 £263

Buyer / Merchandiser £45,000 £28,000 £36,500 £250 £150 £200

Assistant Buyer / Merchandiser £29,000 £18,000 £23,500 £120 £90 £105



CUSTOMER CONTACT SALARY SURVEY 2019

CUSTOMER CONTACT


Resource Planning continues to be a high demand area as

companies continue to drive efficiencies and higher

productivity from their employees. The growth of digital

channels has also continued to impact customer operations,

with companies looking to get more from their employees by

handling multiple contacts (web chat, emails, SMS) and

through higher productivity from their support back office

functions.

Customer Experience – increased demand for candidates

from this background as companies look at their digital and

self-service customer experience. Many are looking for people

who are really forward thinking and who will bring experience

of design and implementation with them.

Demand for and movement of Team Leaders has slowed

slightly in 2018, a sign perhaps that organisations are

investing in both their employees and in relevant technologies

– a combination of employee development and a ‘smarter not

harder’ approach, and evidence of businesses offering

progression for advisers into Team Leader roles.

The sales and sales support markets remain buoyant as most

businesses are focusing on ambitious growth targets.

However, employers are often very demanding of the market,

seeking not only strong performers from within a relevant

sector but also those who can bring existing business with

them. This is more prevalent than in previous years, and

possibly a sign of risk aversion in today’s uncertain times.


The evolution of digital channels will continue to have impacts on

the delivery of customer interactions, and with the introduction of

chat bots, SMS, web chats, modern IVRs and self-service apps

many businesses will be focusing on increasing agent

productivity through them managing multiple quality customer

contacts at the same time. This will mean the demand for digital

CX Journey and Experience roles will continue to grow.

Senior Resource planning roles will see salary increases as

employers struggle to get the right calibre of candidates at

current salaries. Operation Manager roles will evolve to be more

dynamic and innovative with the demand for better solutions to

customer contact challenges and may result in more movement

within the discipline as attractive roles come to market.


Sales candidates in particular are keen to secure the best bonus

and other financial benefits (e.g. car allowance) whilst, as with

other sectors and across all levels, candidates are seeking

flexibility around hours and ‘sensible’ shift rotas.

“Customer expectations and business drivers

around cost and performance will both

continue to drive growth and investment in

technology throughout 2019 and beyond.”

Sales & Customer Ops Trends 2018


Bonus Flexible Working Hours

Good Pension

CUSTOMER CONTACT LONDON & THAMES VALLEY

Perm

Interim

JOB TITLE

Max

Min

Average

Max

Min

Average

CUSTOMER CONTACT

Contact Centre Director £120,000 £75,000 £97,500 £800 £700 £750

Head Of Contact Centre/Operations £90,000 £62,000 £76,000 £700 £550 £600

Contact Centre Manager £50,000 £35,000 £42,500 £350 £500 £450

Sales Centre/Outbound Contact Centre Manager £65,000 £45,000 £55,000 £450 £350 £375

Team Manager £30,000 £24,000 £27,000 £200 £325 £250

Head Of Planning/Forecasting £85,000 £55,000 £70,000 £500 £325 £400

Planning/Forecasting Manager £45,000 £30,000 £37,500 £375 £300 £350

Outsource-Business Development Mgr (Basic) £110,000 £50,000 £80,000 £600 £300 £450

Contact Centre Training Manager £50,000 £29,000 £39,500 £500 £250 £350

Head Of Customer Experience £110,000 £55,000 £82,500 £700 £575 £650

Customer Experience Manager £65,000 £65,000 £65,000 £400 £200 £250

Customer Complaints Manager £70,000 £70,000 £70,000 £450 £400 £400

Sales Director £120,000 £90,000 £105,000 £800 £600 £700

Head of Sales Operations £85,000 £75,000 £80,000

National Account Controller £70,000 £60,000 £65,000

National Account Manager £50,000 £40,000 £45,000

Telephone Account Manager £42,000 £35,000 £37,500

CUSTOMER CONTACT SOUTH WEST

Perm

Interim

JOB TITLE

Max

Min

Average

Max

Min

Average

CUSTOMER CONTACT

Contact Centre Director £110,000 £80,000 £95,000 £800 £700 £750

Head Of Contact Centre/Operations £85,000 £55,000 £70,000 £700 £500 £600

Contact Centre Manager £50,000 £33,000 £41,500 £400 £300 £350

Sales Centre/Outbound Contact Centre Manager £60,000 £40,000 £50,000 £450 £300 £375

Team Manager £30,000 £20,000 £25,000 £200 £325 £300

Head Of Planning/Forecasting £80,000 £55,000 £67,500 £325 £500 £388

Planning/Forecasting Manager £45,000 £30,000 £37,500 £350 £300 £325

Outsource-Business Development Mgr (Basic) £90,000 £45,000 £67,500 £700 £300 £500

Contact Centre Training Manager £50,000 £29,000 £39,500 £500 £250 £350

Head Of Customer Experience £110,000 £55,000 £82,500 £700 £500 £600

Customer Experience Manager £60,000 £35,000 £47,500 £400 £200 £250

Customer Complaints Manager £70,000 £45,000 £57,500 £350 £100 £215

Sales Director £120,000 £90,000 £105,000 £800 £600 £700

Head of Sales Operations £85,000 £75,000 £80,000

National Account Controller £70,000 £60,000 £65,000

National Account Manager £50,000 £40,000 £45,000

Telephone Account Manager £42,000 £35,000 £37,500



MARKETING SALARY SURVEY 2019


Marketing Trends 2018

Higher Recruitment Increase Need For

of Specialist Skills GDPR Knowledge

and Skill

Improving

Customer

Experience

MARKETING, DIGITAL & COMMUNICATIONS


As expected over the last 12 months there’s been an increase in

demand for digital talent, to support transformation programmes and

the drive for greater customer engagement, with the savviest

candidates actively upskilling in these areas. We’ve worked with in-

house marketing departments to recruit more specialist skills (e.g. PPC,

Social Media, SEO) into their teams to reduce external agency spend.

However, the more generalist roles are still seeing demand grow.

Increasingly businesses are starting to see the value of becoming data

driven to make smarter decisions, and clearly the implementation of

GDPR has had its impact. There’s a widespread focus too on greater

consumer-centricity, leading to an increasing amount of UX/Digital

Design roles that can improve the user experiences across all customer

channels (web, mobile and app etc).

In communications particularly, we’ve worked with businesses to deliver

interim talent for specific change projects. Contractors have benefited

from this variety of work, enjoying the breadth of experience it adds to

their CV along with generous day rates and flexibility.

In a competitive market, we consistently see that to engage and secure

the best talent, businesses must offer a strong candidate experience

with prompt feedback and processes. The jobseeker when faced with

multiple offers will often be swayed by the best experience.

In terms of location, the south west continues to provide an alternative

to London with candidates chasing a more favourable work life balance

but still looking for those challenging roles within large brands. Bristol in

particular has evolved into a major contender as a creative hub with a

rise in these roles.


With political and economic instability ahead, we’re seeing businesses

often cautious with spending, and focusing their efforts in the areas of

growth that will bring most value with the savviest companies

understanding the role marketing and communications has to play in

their success. More organisations are creating ‘digital hubs’, bringing

specialist teams together in areas where that talent is easier to source.

We predict further growth in social and UX hiring, as companies vie to

create better customer journeys.


Flexible working and exciting projects are often cited as more

important considerations than financial motivations. Increasingly, we

are seeing candidates with a very strong desire to work for attractive

brands with forward thinking and progressive culture. Some

companies are still failing to meet the demands of the modern

workplace and, unfortunately, this often results in them losing out on

the best talent.

“The coming years will see further digital innovations

and a likely increase in the pace of technological

change – for agile businesses and career

minded marketers this will mean exciting

opportunities ahead.”


Brand Flexible Working Hours

Interesting Projects

MARKETING



Perm Interim

JOB TITLE Max

Min

Average

Max

Min

Average

BRAND MARKETING

Assistant Brand Manager £45,000 £25,000 £35,000 £300 £150 £225

Brand Manager £55,000 £35,000 £45,000 £350 £250 £300

Head of Brand £75,000 £50,000 £62,500 £450 £300 £375

Brand Director £110,000 £80,000 £95,000 £700 £500 £600

PRODUCT MARKETING

Head of Products £70,000 £55,000 £62,500 £450 £300 £375

Product Manager £50,000 £35,000 £42,500 £350 £250 £300

Assistant Product Manager £35,000 £25,000 £30,000 £250 £200 £225

Head of Category £75,000 £55,000 £65,000 £450 £300 £375


CRM MARKETING

Email Marketing Executive £30,000 £20,000 £25,000 £200 £150 £175

Email Marketing Manager £45,000 £35,000 £40,000 £350 £250 £300

CRM / Data Marketing Manager £55,000 £35,000 £45,000 £350 £250 £300

GENERAL MARKETING

Marketing Executive £30,000 £20,000 £25,000 £200 £150 £175

Marketing Analyst £32,000 £20,000 £26,000 £200 £150 £175

Marketing Manager £55,000 £40,000 £47,500 £400 £300 £350

Head of Marketing £80,000 £50,000 £65,000 £500 £350 £425

Marketing Director £120,000 £80,000 £100,000 £800 £600 £700

COMMUNICATIONS

Internal Communications Executive £30,000 £30,000 £30,000 £200 £150 £175

Internal Communications Manager £50,000 £30,000 £40,000 £400 £250 £325

PR Manager / Corporate Communications Manager £50,000 £30,000 £40,000 £400 £250 £325

Head of Communications £80,000 £60,000 £70,000 £550 £300 £425

Communications/Corporate Affairs Director £120,000 £90,000 £105,000 £800 £500 £650

MARKETING



Perm Interim

JOB TITLE Max

Min

Average

Max

Min

Average

DIGITAL MARKETING

Digital Marketing Executive £35,000 £25,000 £27,000 £200 £100 £150

Digital Marketing Manager £50,000 £30,000 £45,000 £500 £250 £350

SEM Specialist £40,000 £30,000 £35,000 £350 £250 £300

Head of Digital Marketing £100,000 £60,000 £80,000 £900 £500 £600

Digital Marketing Director £120,000 £90,000 £100,000 £1,200 £700 £800

ECOMMERCE

Ecommerce Executive £30,000 £20,000 £25,000 £200 £100 £150

Ecommerce Manager £55,000 £35,000 £45,000 £500 £300 £400

Digital Analyst £55,000 £30,000 £45,000 £500 £300 £400

Customer Insight Manager £60,000 £40,000 £45,000 £500 £300 £400

CRO Manager £60,000 £40,000 £50,000 £600 £400 £500

Digital Product Manager £60,000 £35,000 £50,000 £600 £400 £500

Head of Ecommerce £100,000 £70,000 £80,000 £800 £400 £500

Head of Digital Analytics £90,000 £60,000 £75,000 £800 £400 £500

Head of Digital Product £100,000 £60,000 £80,000 £900 £500 £600

Product Director £120,000 £80,000 £100,000 £1,200 £700 £800

Ecommerce Director

USER EXPERIENCE / DESIGN

£120,000 £80,000 £100,000 £1,200 £700 £800

UX Designer £60,000 £30,000 £45,000 £600 £300 £450

UI Designer £60,000 £30,000 £45,000 £600 £300 £450

Service Designer £60,000 £30,000 £45,000 £600 £300 £450

UX Researcher £70,000 £45,000 £55,000 £600 £300 £450

Product Designer £50,000 £30,000 £40,000 £400 £300 £350

Head of UX £100,000 £70,000 £80,000 £900 £500 £700

VP Product/UX £120,000 £80,000 £100,000 £1,200 £700 £800


EXECUTIVE Market Summary 2019


EXECUTIVE SEARCH


Executive hiring is a very specific form of talent acquisition and one that has significant impact on the culture and business performance

of an organisation. Getting things right at this level requires truly deep insight and judgement, and a particular kind of search

methodology… a strong combination of art and science, and a focus on matching capability, personal drive and interpersonal

effectiveness with the specific and unique challenges of each business. Getting things wrong can often cost millions and/or be

devastating to a company culture and market position. Shareholders are increasingly – and rightly – focusing on executive leadership

(and remuneration) as factors driving reputation, growth and ultimately shareholder value.

It’s increasingly apparent that C-suite recruitment is evolving as the needs of modern business evolve. As more and more organisations

re-shape themselves around current and future customer needs, the role of executive leadership has broadened from a historic focus

on financials.

Whilst leadership qualities and interpersonal skills are still critical to success at board level, the rising importance of technology and

innovation requires executives to have a very clear appreciation of the benefits and risks in this space. Often technology requires

significant capital investment, and almost always necessitates organisational and behavioural change; both these issues require a

detailed understanding of the ‘what’ and the ‘how’ in order to invest wisely and implement change carefully.

Additionally, the focus on employee development and engagement is clearly increasing, and organisational leaders must understand

what increased commercial pressures will mean for working patterns, skills and organisational design and how these changes can be

implemented in a low risk way.

As with other functional leadership roles, the increased use of interim resource to manage change and bring in fresh thinking is very

visible in the CxO space, with external expertise bringing benefits in terms of increased pace and reduced risk. Conversely, it is also

clear that better succession planning and talent pipelining is allowing for greater reliance on internal promotions to C-suite roles… a

sensible development and alongside interim support this gives greater resilience at board level.

Finance & Banking hiring in particular in 2018 was on a cautious note, steadily increasing over the year. Throughout last year we have

seen Tier 1 and challenger banks going out to the external market for the niche and more difficult to find skill sets. In the banking sector

the end of the year came to a slow close as candidates became hesitant to start the recruitment process as they would rather wait for

bonus payouts. Political drivers such as Brexit have seen a number of finance positions move out of London and into the EU zone.

However, both London and regional recruitment markets finished the year generally busy.


We are seeing a drive towards flexibility within the workplace, such examples include a day or two per week where employees can

work from home and hot desks. We believe diversity in the workplace is a big drive at the moment, more specifically at VP to director

level where a lot of organisations are actively looking for strong female talent. The gender pay gap and equal pay are hot topics of

discussion too, with organisations forced by customer and shareholder sentiment to reassess long-standing discrepencies. As with

issues around corporate responsibility in recent years, these issues will rise in importance from board level downwards.

We forsee caution still for 2019 with Brexit looming and uncertainty in many markets meaning a wait-and-see ethos prevails in many

boardrooms. However, lots of deals are being done in investment banking/corporate finance and in other specialist sectors such as fin-

tech, insure-tech, real estate and renewable energy, and more broadly many established businesses are embedding their turn-around

and new more nimble business strategies… so we’re optimistic about movement and opportunity at the c-suite level over the coming 12

months.

Artis Recruitment specialise in mid-to-senior level

permanent and interim recruitment across HR, Finance,

IT, Procurement, Customer Contact, Marketing and

Executive Search.

Artis Recruitment Ltd

Queen Charlotte House

53 Queen Charlotte St

Bristol BS1 4HQ

www.artisrecruitment.co.uk

0117 456 3370

Cogito Talent are a leading recruitment data and insights

business offering bespoke talent mapping, market re-

search and project-based recruitment expertise.

Cogito Talent Ltd

Queen Charlotte House

53 Queen Charlotte St

Bristol BS1 4HQ

www.cogitotalent.com

0117 456 3390

Documents

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